Vodafone 2014 Annual Report Download - page 39

Recognising performance
We maintained our approach of rewarding people based on their
performance, potential and contribution to our success. We benchmark
roles regularly to ensure competitive, fair remuneration in every country
in which we operate. We also offer competitive retirement and other
benet provisions which vary depending on conditions and practices
in local markets.
Global short-term incentive plans are offered to a large percentage
of employees and global long-term incentive plans are offered to our
senior managers. Individual and company performance measures
are attached to these plans which give employees the opportunity
to be rewarded for exceptional performance as well as ensuring that
we do not reward poor performance.
Doing what’s right
We have a “Code of Conduct” that sets out our business principles and
what we expect from employees to ensure they protect themselves
as well as the Company’s reputation and assets. We actively promoted
our Code of Conduct throughout the year via our global “Doing
What’s Right” campaign. The aim was to improve understanding
of and engagement with key topics including health and safety, anti-
bribery, privacy, security and competition law to ensure that people
know what’s expected of them and managers know what is expected
of their teams.
Creating a safe place to work
Driving a culture where safety is an integral part of every business
decision is critical to our vision of preventing any incidents that could
affect the health and safety of our people. We continue to work hard
to ensure employees and contractors know how to identify and manage
risks and take personal responsibility for their own safety and the safety
of those around them.
We have a wide range of programmes and systems to tackle our key
risks, often tailored to the particular needs of each market. Despite this,
we greatly regret to report that 12 people died while undertaking work
on behalf of Vodafone last year. Strengthening programmes to target
occupational road risk – one of our biggest risks and the main cause
of these fatalities – remains a major focus for all local markets.
Through increased awareness and a strong focus on managing our
top ve safety risks, our injury rates have continued to decline in 2014.
The safety culture in Vodafone continues to mature – our latest
People Survey showed that 89% of employees believe that our
“Absolute Rules”, which help employees follow best practice for safety,
are taken seriously.
Average number of employees
201220132014
86,373
91,272
92,812
Employee turnover rates
201220132014
15%
16%
15%
Nationalities in top senior
leadership roles
201220132014
25
26
24
Women in top senior
leadership roles
201220132014
19%
20%
22%
Valuing diversity
At the end of the year we had 61,848 (63%) male and 35,873 (37%)
female employees and we have increased female representation at
all levels of the business, particularly within more senior roles. Women
now make up 22% of our senior leadership team (our 223 most senior
managers) – an improvement on last year but we still have work to do.
We also increased the number of women on our Executive Committee
to two.
Spain: 4%
Italy: 5%
Vodacom: 8%
Germany:
12%
UK: 16%
India: 18%
Other: 37%
Employees by location %
37Overview Strategy review Performance Governance Financials Additional information